Xero
Xero Inclusion & Diversity
Frequently Asked Questions
Xero reported that 44% of leadership roles are held by women and 50% of our C suite are women.
We're committed to a gender-balanced workforce, with a focus on women in tech. Currently, 63% of our leadership team and 44% of our employees are women. We’re proud to have one of the strongest gender representation goals across ASX-listed companies and select global technology peers and have consistently been included in the Bloomberg Gender-Equality Index every year since 2020.
Xero serves customers in more than 180 countries around the world. Our customers represent many different cultures, walks of life, and personal experiences. Building a workforce that reflects the communities we serve is critical to delivering our purpose and the key to a high-performance culture. By creating an environment where everyone can feel a sense of belonging, we're able to attract the best talent, foster greater innovation, and deliver the best value for our customers.
Inclusion is a daily practice for all of us. We’re guided by a deep respect for each other's identities and a belief that every perspective adds value. Our diversity, inclusion and belonging (DIB) efforts guide our workplace inclusion principles.
Xero’s employee resource groups (ERGs) offer a space to connect with others who share similar backgrounds, life experiences, or interests, and help to create a greater sense of belonging at Xero. The ERGs are voluntary, employee-led groups built on shared characteristics, life experiences or allyship, where Xeros can exchange ideas and feel at home.
ERGs at Xero encourage an exchange of ideas, promote a greater sense of belonging, and enhance career and professional development.
In 2025, we launched the diversity, inclusion, and belonging advisory roundtable (DIBAR). Composed of senior leaders from across Xero, the roundtable helps to identify development opportunities, remove roadblocks, and build a more representative and inclusive workforce.
These ERGs are active at Xero:
- Asian and Pacific Islander: For employees of Asian and Pacific Islander descent in the US and Canada
- Black Xero: For Black employees in the US and Canada
- Families: Providing support and resources for employees with families
- Indigenous (US & Canada): For Indigenous employees in the US and Canada
- LGBTQIA+: Supporting the LGBTQIA+ community
- Los Xeros: For the Hispanic/Latinx community in the US and Canada
- Māori & Pasifika (NZ): For Māori and Pasifika employees and allies in New Zealand
- Neurodiversity: For individuals with neurological differences
- Reconciliation Australia: Celebrating First Nations people and culture and driving reconciliation efforts
- Women of Xero: Focusing on gender equality and women's advancement
Xero Employee Perspectives
From car apprenticeships to fintech: the power of diverse perspectives
Amie’s path to Xero wasn’t "traditional." She didn't go to university; instead, she started an apprenticeship in the car industry at 18. When she transitioned to Xero, she found herself working alongside qualified accountants and seasoned tech pros.
Rather than being a barrier, this diversity of thought became a competitive advantage.
"I was relying on my sales skills, while collaborating with people from accounting backgrounds. We learned from each other. I could bring a different point of view to team debriefs, and they could provide the real-time view of what it was like to work in a practice. That’s where the collaboration really starts – when you push through those boundaries."
Representation matters: seeing is believing
One of the most powerful themes of the interview was the importance of representation. Amie highlighted that having female leaders like our UK Managing Director and Sales Director isn't just a stat – it’s a signal to every employee.
"It’s empowering to see strong female leaders who are balancing home life and work. It’s inspiring for me, and it’s vital for our customers. Many small businesses are female-run, and our leadership should reflect the diversity of the people we serve."
Bringing your "whole self" to work
Amie is vocal about being a "real human being" first and a sales leader second. Whether it's managing a "1-to-9 scale" mood check-in or being honest about missing a meeting for her daughter's school play, she believes vulnerability is a leadership superpower.
"I want my daughter to see a strong, career-driven female leader, but I also want to be present for her. At Xero, family comes first. When you give people that flexibility, they work harder because they feel truly appreciated."
